Penbridge Communications

Backed by a journalism degree and a print media career spanning nearly 25 years, I specialize in creating content marketing pieces for companies dedicated to health and wellness. I'm also a pretty stellar proofreader and editor.

CEO / Content Marketing Specialist

Niagara College

I used storytelling to raise the College's profile through content that's shared on its internal news site (InsideNC), alumni magazine (Encore) and in media releases.

Comunications Writer

Every student, staff and faculty member shapes Niagara College. It was my job to share their stories through articles and media releases.

Communications Writer

Magpie Media Inc.

While managing the editorial department of a quarterly mental health magazine, it was my responsibility to plan editorial calendars, generate story ideas and leads, assign freelance writers, edit copy, and source photography and artwork.

Editor-in-Chief

Fort Erie Times

Editor

Northern Ontario Business

Senior Reporter

I write high-quality content for companies helping people live their best life ✍🏻 CEO & Content Marketing Specialist at Penbridge Communications

I bet you're tired of never having enough time.

I hear ya.

It gets away from you. ⏳ You lose track of it. ⏳ You’re always running out of it.

And because your time is at a premium, you have to decide what’s going to get your attention and what will have to wait.

You and I both know, it’s your content marketing that usually gets sacrificed.

Because it takes time to write content that will drive organic traffic to your company's website. Someone has to write email sequences, get blog posts up, and put something out on social media.

And if you’ve finally admitted you and your team just can’t swing it, it takes time to find someone who can.

It’s me. I’m someone.

You can’t market a business – any business – without putting out content like:

     ✅ blogs

     ✅ emails

     ✅ ebooks

     ✅ web copy

     ✅ white papers

     ✅ case studies…

…and on and on.

Content helps you build your brand.

It answers questions your customers have.

It shows why you’re a leader in your industry.

And great content will keep bringing people to your website for years.

But you already know all that. What you don’t know is how you’re ever going to find the time to give it the effort it deserves.

The effort it NEEDS.

Here’s the secret: You don’t have to.

👉🏻 If you’re already maxed out for time
👉🏻 If your team doesn’t have the skills to do it
👉🏻 If someone used to do it but they left and now no one does it

Let’s talk about how you and I can fix that.

Dianne Duckett

Fast Company Executive Board

As a member of the Fast Company Executive Board, I am going to start doing some writing which will appear on FastCompany.com.

2025 Board Member

iCIMS

At iCIMS, I sit at the intersection of talent intelligence, strategic storytelling, and market influence. As Head of TA Insights & Analyst Relations, my role is to champion the voice of the labor market and position iCIMS as the trusted authority in hiring trends, candidate behavior, and talent acquisition innovation.

This role is equal parts thought leadership, data storytelling, and influence-building ➡️ and I’m here for ALL of it.

What’s a normal day for me?

➡️ Workforce Intelligence & Trends
I serve as the face and voice of the iCIMS Insights program, uncovering what’s really happening in the talent market and translating it into narratives that matter to our customers, the media, and the broader TA community.

➡️ Public Speaking & Industry Influence
I represent iCIMS across global stages—panels, podcasts, webinars, and media interviews—bringing data and practical insight to every conversation on hiring, retention, and the future of work.

➡️ Content & Brand Evangelism
I lead the development of executive-ready research content, social posts, and videos that amplify iCIMS’ voice. You’ll find my fingerprints on monthly LinkedIn and YouTube content that brings our data to life and builds trust with our audience.

➡️ Analyst Relations Strategy
I run point on how iCIMS shows up in key analyst reports and research. That includes cultivating relationships with firms like Gartner, Forrester, and IDC, and owning our strategy for briefings, evaluations, and hosted analyst events.

What makes this role especially exciting? It’s not just about sharing what’s happening in TA—it’s about shaping what happens next.

Let’s connect if you want to talk talent market trends, employer brand positioning, or how to turn workforce data into a competitive edge. 📧 me!

Head of Talent Acquisition Insights & Analyst Relations

Hacking HR

Guest lecturer on HR, Analytics, AI and others.

Faculty Lecturer

The Human Capitalist

Thought Leader

NearshoreWorks

As the Vice President of Talent and Culture for NearshoreWorks, I lead initiatives that bridge the gap between top-tier Latin American talent and US-based companies, ensuring seamless integration into your teams. My role encompasses the People Functions, including recruiting, performance management, strategy, and workforce development. 

At NearshoreWorks, we specialize in helping organizations tap into the top 1% of Latin America’s tech talent, saving up to 60% on hiring costs without compromising quality. Our commitment to fostering a culture of innovation, community, and mentorship has driven a remarkable 98.5% retention rate. With timezone alignment and a US-based leadership team, we ensure smooth, real-time collaboration for high-impact projects.

If you are interested in learning more, be sure to DM me so we can book an initial call.

Vice President of Talent and Culture

HatchWorks AI

As Vice President of Talent and Culture at HatchWorks, I’ve had the privilege of overseeing the entire employee journey—from attracting top talent to creating an environment where our people can thrive. At HatchWorks, our people aren’t just part of the business; they are the business.

My role spans several critical areas:
➡️ Talent Acquisition – I lead the strategy and execution behind how we attract talent that aligns with our skills needs and culture.
➡️ Talent Retention – I’ve built targeted retention strategies by identifying and addressing drivers of turnover to keep our team engaged and committed.
➡️ Learning & Development – I oversee our L&D programs to ensure ongoing growth and career development, creating a culture where learning is part of our DNA.
➡️ Employee Advocacy – I serve as the voice of our people, collaborating cross-functionally to ensure our decisions reflect employee needs and promote well-being.
➡️ Internal Communications – I partner with leaders to drive a clear, consistent communication strategy across email, video, and other channels, ensuring every Hatcher feels informed and connected.
➡️ HR Analytics – I own the HR analytics function end-to-end—from strategy to execution—using internal and external labor market data to uncover insights that drive smarter, faster people decisions.
➡️ Leadership Development & Performance Coaching – I’m deeply invested in developing current and future leaders, equipping them with the tools and coaching to lead with impact and drive performance.

A key part of our success is my partnership with Kathleen Wood, our Senior Director of People Operations. Together, we’ve elevated the employee experience and made HatchWorks a place where talent sticks and grows.

If you’re looking to connect with a strategic HR leader passionate about tech, data, and AI—let’s talk.

Bureau Veritas Group

●	Engage with the business leaders for workforce planning, forecasting and building the a pipeline of talent
●	Responsible for innovation within the Talent Acquisition and Development initiatives for North America -create and execute a talent acquisition strategy for North America to support a diverse workforce of top talent to help the firm achieve its growth strategies.
●	Lead virtual and cross-functional teams to perform against strategic business goals
●	Analyze, assess, and report on progress against talent strategies and key business initiatives
●	Build and manage a team of high-performer recruiters in an extremely fast-paced, highly technical and competitive environment
●	Innovate and update the talent acquisition model, including being an integrated/optimized model with strategic workforce planning, pipelining talent with a CRM, employment branding, successful social media campaigns, candidate relationship management, and a focus on robust talent acquisition programs such as Diversity, Alumni, Employee Referral, Professional Networks, etc.
●	Create the HR Analytics function to provide in-depth analytics for leaders on their talent including attrition, trend analysis, diversity and FTE to percentage capacity based on pending work orders.

VP Talent, Retention & Analytics, Culture

BBVA in the USA

I have the privilege to lead an amazing team of 48 recruiters! We are responsible for leading and executing the Talent Acquisition Mission for BBVA in the USA.  We are treasure hunters, corporate spies, and talent advisors for the US footprint.

Key Accomplishments:
●	Led a team of talent acquisition leaders, full-life cycle recruiters, coordinators, program, and operations managers ensuring that all members are supported in managing change as the company scaled operations. 
●	Served as the full life-cycle recruiter for senior-level positions and managed the succession plan for executive leadership roles or high-valued roles within the organization.
●	Created a thoughtful, clear metrics-driven approach to TA that tracks, monitors, and evaluates the impact and effectiveness of the recruiting team, initiatives, recruiting strategies and practices.
●	Helped to facilitate the AGILE Transformation of the HR Department and applied SCRUM to the recruiting process

Director of Talent Acquisition and Culture United States

Manage the recruiting team for all non-branch positions in the US, including our start-up ventures for BBVA global.

Recruiting Manager

Manage a team of Talent Agents supporting the IT, Fraud & Cyber Security, Marketing, Business Intelligence, Tech Architecture, Visual Design, Engineering and Venture Capital groups for BBVA and BBVA Compass. My role is to manage the talent acquisition strategy, lead our team, and recruit senior-level executives to our firm.

Talent Manager- FinTech Divisions

-2014-2015: Leader for the social media and video job description project for Recruiting to include scope, design, video directing/editing and implementation 
-2016-2017: Led an international project team to define, research and select a new Applicant Tracking System.  
-2017-2018: Helped to create and implement new design thinking and AGILE processes within the Talent Acquisition discipline
-2018: Currently leading projects designed to boost efficiencies and brand awareness for the clients I support.

Project Leader

Vice President
Senior Talent Consultant Professional/Executive Recruiting
Corporate and Commercial Banking
-Led a team of four recruiters supporting Business Banking, Corporate Banking, and Wealth Management 
-Successfully recruited two lift outs of competitor teams

Vice President/Strategic Talent Consultant for the Commercial & Corporate Banking Divisions

Self Employed

Worked with an HR Outsource provider offering full suite HR services.  
-Served as a business development officer and project consultant for clients.
-Helped design and implement benefit plans and payroll services 
-Worked on a variety of HR related projects for clients
-Led HR transformation projects for mid-sized companies
-Served as fractional HR leader for some clients.

Human Resources Consultant

SunGard Inc.

Senior Executive Recruiter 

    Serve as a recruiter and human resource consultant for two executive divisions of SunGard Inc.
    Primarily responsible for full-cycle recruiting for a multitude of mid-executive positions
    Provide coaching on management skills, techniques, and development for management team I supported

Senior Recruiter

🚀 Who is Trent Cotton? Buckle up, because here are the Top 10 things you should know about me!

1. Not your Normal HR Executive: 20 years in HR. I'm on a transformational journey from an HR professional into a Talent, Learning and Development maestro, and High Performance Coach, attempting to reshape the future of HR.

2. Author and Thought Leader: I've penned not ☝️, but two✌️ essential reads in the HR world—Sprint Recruiting and High Performance Recruiting. I hope those who read the books describe them as blueprints to revolutionizing HR strategies.

3. Champion of HR Analytics: I’m a loud and proud nerd!🤓 I trust numbers more than people. In my current role, I am in the data every day. Harnessing the power of HR analytics, I like to transform data into strategic goldmines, driving unprecedented organizational growth. (I talk a lot about analytics on my blog and on the speaking circuit.)

4. AI in HR Evangelist: From algorithms to automation, I believe in leveraging AI to enhance human capabilities, not replace them. My discussions cut through the hype, delivering practical insights into AI’s transformative role in HR.

5. Builder of High-Performance Cultures: Creating environments where talent thrives and businesses boom is my kind of game.

6. HR Tech Early Adopter: Tech isn’t just for the IT people. I enjoy spearheading cutting-edge HR technology implementations that streamline processes and enhance employee interactions.

7. Master Strategist: Whether it’s talent acquisition or workforce planning, my strategies are designed to change the game. I strive to craft innovative approaches that attract, develop, and retain top talent.

8. Community Leader: I’m deeply rooted in giving back, serving on boards and committees that champion education, workforce development, and diversity. It’s about lifting while climbing.

9. Engagement Guru: Engagement is at the core of everything I do. My leadership style ensures every team member is heard, valued, and motivated. I also enjoy training other leaders to do the same. 

10. Innovative Networker: Follow my journey on my blog at www.sprintrecruiting.com. I share my world where creativity meets execution, and every interaction is an opportunity to learn, grow, and connect.

🌟 If you are a fellow maverick and rebel, let’s make magic happen. Connect with me, and let’s drive the future of HR together. 
🌟 If you are looking for a speaker on any of the topics above, DM me. 
🌟 Follow my other channels by checking them out here: https://linktr.ee/humancapitalist

Trent Cotton

Another great Atlanta iCIMS team meetup. This was our pre-holiday get together.

Head of Talent Acquisition Insights & Analyst Relations @iCIMS | The Human Capitalist | FastCo Executive Board Member | Turning Recruiting and Workforce Data into Success Strategies | LinkedIn Top Voice

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The Transform Atlanta Chapter got together for  some holiday fun.

I've hired the wrong people more times than I care to admit. And the worst part? They weren't always obviously bad.


Some worked incredibly hard. Some everyone loved. Some said all the right things in meetings.

But they still broke the team.

Patrick Lencioni's framework helped me see what I'd been missing. It's not about finding people who are just good at their job. It's about three things that have to exist together: Humble, Hungry, and Smart.

Miss one, and you get a specific kind of problem.

The Skillful Politician has two out of three. They work hard. They read the room. But everything they do is for themselves. They fake humility long enough to climb, then leave wreckage behind them. I've watched these people get promoted while others quietly quit.

The Lovable Slacker also has two. Everyone likes them. They don't cause drama. But they coast. They do just enough to not get fired, and because they're pleasant, you let it slide longer than you should. Meanwhile, your top performers are picking up the slack and starting to resent it.

The Accidental Mess-Maker means well and works their tail off. But they don't pick up on social cues. They say the wrong thing at the wrong time. They create friction without meaning to. The good news? These people are usually coachable if you're willing to invest the time.

I learned to screen for all three traits.

Because a brilliant jerk will tank morale. A likable slacker will drag down standards. And someone who works hard but lacks awareness will create chaos.

The people who last on great teams aren't perfect. But they show up humble, hungry, and emotionally smart.

I spent years trying to be the MVP but it turns out I was just making everyone else's job harder.


Learning where you actually fit on a team is uncomfortable, challenging, like being in the corner of a sauna filled with people.

It requires the kind of self-reflection most of us avoid because it means admitting we're not always the hero of the story.

For a long time, I thought being valuable meant being the person with the answers. The one who solved the problem. The one everyone looked to when things got messy. The fixer. The general and the consoler. 

Honestly, it has been exhausting.

But that's not how high-performing teams actually work, especially now as AI levels out the IQ on teams. I picked up Jon Levy's Team Intelligence a few months ago and one idea stuck with me harder than I expected.

The best teams aren't built around stars. They're built around glue.

"Glue people", as he calls them, are the ones who connect the dots between departments. They ask the question that changes the direction of a meeting. They remember what was said three weeks ago and bring it back when it matters.

They don't get the credit. But without them, nothing holds together.

I've been on teams where I was the glue and didn't realize it. I've also been on teams where I tried to be the celebrated performer and made everything worse because I wasn't paying attention to what the team actually needed. 

The shift happened when I stopped asking "How do I stand out?" and start asking "What does this team need that no one else is doing?"

That's harder. It takes humility. It takes letting go of the need to be recognized for every contribution. This is especially hard when for most of your career, you've been hard wired to think differently. Even harder when you're on this self discovery journey alone because it is counter cultural. 

But it also makes you more valuable than any individual performance ever could... or at least that's what I have been learning over the last year.

Rachel Bourne doesn't buy the AI panic seeming to drive the latest movements in the job markets. I tend to agree with her. 


After two decades leading HR strategy at Fortune 500 companies, she's watched economic cycles destroy careers while everyone pointed at the wrong villain.

Yes, 1.1 million layoffs happened. No, automation isn't the full story.

In this week's Human Capitalist Podcast, Bourne explains what's really behind the disruption — and why your career strategy probably won't survive it.

Her framework: stop climbing ladders. Start playing checkers.

"Each move, even backwards or sideways, can create options and momentum. It's up to you to design the board, not just play the game." - Rachel 

We go deep on why companies can't seem to fix their talent problems, what actually drives layoffs, and how to build career resilience when the rules keep changing.

Newsletter includes the full episode breakdown and link. Let's dig in!

When headlines scream about 1.1 million layoffs, it's easy to blame the usual suspects: automation, artificial intelligence, corporate cost-cutting. B

Open article: The Layoff Paradox: Rachel Bourne’s Take on the Future of Work by Trent Cotton • 2 min read

The Layoff Paradox: Rachel Bourne’s Take on the Future of Work

In 2008, LinkedIn busted on the scene to say they'd solve all of recruiting's problems. Fast forward to this week, OpenAI is saying the same thing but ...

they can actually deliver.

Back then, LinkedIn showed up with a promise: transparency, access to talent, cutting through the noise. It was revolutionary. And for a moment, it was.

Then something happened. The platform became the product instead of the solution. Engagement metrics replaced accuracy. Recruiter tools got fancier while the core problem—hiring managers still can't tell who's actually qualified—got worse.

Now OpenAI walks in with skills certification, direct matching, and verifiable proof. They're not promising a network. They're promising results.

LinkedIn has gotten fat on recruiting fees and recruiter subscriptions. Now there's a real challenger entering the market. This should get interesting. 

Does that mean LinkedIn disappears? No. But it means the era of "LinkedIn is the only game in town" just ended.

I think this has potential to create a whole new view and job family within HR if it does come to fruition. I unpack all of this in this week's Human Capitalist Newsletter. 

Check it out.

For years, recruiters have battled broken processes, ignored feedback, and a mountain of resumes that rarely predict real success. For the last severa

Open article: OpenAI’s Jobs Platform: Is Recruiting Finally Getting Fixed? by Trent Cotton • 5 min read

OpenAI’s Jobs Platform: Is Recruiting Finally Getting Fixed?

1.1 million jobs cut this year. 42% of AI projects abandoned by late 2024.


That's what's being reported in the news. 

Here's a thought for you: If you cut staff betting on AI, how does your organization recover when the AI fails?

I get into this topic in this week's Human Capitalist. The YouTube episode has the playbook and I included the video in the newsletter.

I'm anxious to see what you think about this news and what your company is doing about it.

This year alone, over 1.1 million U.S. jobs have been cut. October saw the highest monthly layoff total in 22 years. UPS eliminated 48,000 workers. Am

Open article: The Workforce Cliff: How betting on AI is affecting the workforce by Trent Cotton • 8 min read

The Workforce Cliff: How betting on AI is affecting the workforce

I've been watching the AI panic for two years now, and I finally figured out why people are actually afraid.


It's not the technology.

It's the silence.

Ben Eubanks dropped something worth reading this morning from Lighthouse Research & Advisory. He's been tracking how organizations actually respond to AI, not how LinkedIn (and "influencers") thinks they should respond.

The data's telling a different story than the headlines.

Here's what jumped out at me:
When companies actually talk about their AI strategy clearly, directly, no corporate word salad, employees get optimistic. Seriously. Optimism rises. Anxiety drops. It's that simple.

But when leadership goes quiet?

Employees fill the gap with Reddit threads and Twitter doom scrolls. And we all know how that ends. (Lord knows I've been there myself.) 

The other piece that stuck with me: 
AI isn't here to make HR and learning teams redundant. It's here to kill the admin work that's been suffocating you for years. Imagine your learning team not spending 40% of their time on manual tagging and sorting. Imagine what they'd actually build with that time back.

That's the unlock nobody talks about. Not "faster output." Deeper human impact.
This is worth 10 minutes of your morning if you're trying to build an AI strategy or get people unstuck on adoption.

Ben's written about this stuff for a while. He knows what he's looking at and I trust his POV emphatically. If you're not following him, take 30 seconds and go follow, hit the bell, and select "All". Thanks for always leading the conversation Ben! 

🔗 Link to the source: https://lnkd.in/eCscEinY

What do you do when the qualified applicants stop applying? Well, you could go and find the qualified candidates who might have applied but didn't get the job. 


I was able to snag the one and only Lisa Fiondella (aka my AI BFF) while we were at the Gartner Symposium to ask my burning questions about the new iCIMS sourcing agent. 

Over my 20+ years in recruiting, I never understood why the first step in a recruiting search was to look external when there was a good chance you should start in your CRM and ATS. Our sourcing agent is designed to do just that-mine the gold you're most likely overlooking. 

Here's a quick video of Lisa and I getting into what the agent does. If you're curious about  iCIMS AI Sourcing Agent (available to iCIMS CXM customers) you can get more information here: https://lnkd.in/e3sYs-V4

The better option is to join our iCIMS Next virtual conference tomorrow to hear more about our AI strategy and product roadmap from our Chief Product Officer, Eric Connors TOMORROW! It's a free event so be sure to register using the QR code at the end of the video!

What happens when we pull together some of our top leaders and most innovative clients together for a virtual event? Well, magic happens! 

We are so close to the iCIMS Next virtual event. If you haven't already, take a minute to register to learn more about our AI Strategy and Roadmap. We also have some amazing clients who share their experiences around AI readiness and ROI. 

It's a FREEEEEEEE event so why not join? Click here to register: https://lnkd.in/exYXSF-u

My grandmother told me something years ago that I finally understand now. If your voice gets ignored, downplayed, or challenged just because of who you are then you're in the wrong room.


I didn't listen.

I stayed in rooms where my ideas were shot down because they were different. Where groupthink was the price of admission. Where being critical was treated like disloyalty.

I fought to stay. I thought proving myself mattered more than protecting myself. I was wrong. 

Then I landed somewhere that challenged me differently. For five years, every idea I had got picked apart. But not to silence me. To sharpen me. That's when I learned the difference between friction that builds you and friction that breaks you.

Now I do something that ticks people off: I survey the room before I commit. If my energy isn't valued, I don't spend it there or simply occupy space but do not invest.

People call it arrogant. I call it clarity.

This simple truth has helped me identify the jobs I would be successful in, the teams i would work best with, and the brands I could truthfully represent. 

Since I started honoring that boundary, my work got better. My peace got stronger. My confidence became steel. 

And I finally paid my grandmother back for the lesson she gave me decades ago.

You don't owe anyone your presence in a room who doesn't respect it. Respect yourself and find another room.

If you are wondering what's really going on in the job market, I have some data for you. 


Based on our data iCIMS, our November Workforce Report breaks down exactly what you need to know to create a recruiting strategy that will succeed. 

This month we looked at the manufacturing sector to determine what's moving and what's slowing down. 

Here's a 5 minute overview of the insights that jumped out the most to me from this month's report. If you would like your own FREE copy of the report, you can get yours here: https://lnkd.in/eBEdps8a

#BLS #Workforcedata #Jobdata #Jobs #Hiring

I've spent years building teams of top performers and I was completely wrong about what makes them work.


I used to believe the formula was simple. Hire the best people. Stack talent. Watch them dominate.

Netflix's series Boots and Jon Levy's book "Talent Intelligence" hit me at the same time. 

Both say the same thing in different ways: a room full of superstars doesn't create a superstar team. It creates competition, ego clashes, and knowledge hoarding.

What actually works? Glue players.

I wrote about this in this week's Human Capitalist Newsletter. It's uncomfortable to admit I had this backwards for years, but the data is clear.

If you've been building teams the same way I did, it might be time to rethink what high performance actually means in the future of work. 

#futureofwork #jobs #recruitment #leadership #highperformance

I have learned that a core belief of mine is wrong: a room full of top performers doesn’t automatically create a team that thinks and performs well to

Open article: Why All-Star Teams Fail in the AI Era: Executive Guide by Trent Cotton • 9 min read

Why All-Star Teams Fail in the AI Era: Executive Guide

CHROs keep getting asked to "prepare the workforce for AI," but no one can tell them what that actually means.


I read a report the other day that said, "75% of leaders say AI is moving faster than they can prepare their workforce."

The bottleneck isn't tech. It's talent.

Most companies are stuck because they don't know what the future looks like. They can't describe the org they need in two years. They can't name which roles disappear or which skills become critical.

So they freeze.

And while they're frozen, the expectation lands on the CHRO to solve it. With C-suite support, sure. But the weight is on HR and unfairly so.

That means building rapid reskilling pipelines. Creating job transition strategies that don't sound like corporate babble. Designing new talent models that no one has templates for yet.

But here's what kills me.

Most companies are treating this like a nice-to-have. Like it's a learning and development play to keep people engaged. Another one of those "touchy/feely" initiatives by HR. 

It's not. 

It's a survival issue.

Because the companies that figure this out first will gut your talent pool before you even know what hit you. The insult to injury will be that when this happens, there will be a talent deficit in the market further screwing your workforce growth plans. 

Your best people aren't going to wait for you to get your act together.

If your CHRO asked the CEO today what the org looks like in 2027, would the CEO have an answer?

Watch the full clip, link in the comments.

I enjoy knowing my network gets me. When an Economist article declared that HR has taken over corporate life and that AI might now come for its headcount, I was tagged or forwarded the article no less than fifteen times. 

It seems many thought I would have an opinion on the matter. 

Look, it’s easy to picture a faceless department of policy enforcers about to be replaced by software. That version of HR does exist.

But it’s not the only one. And it’s not the future.

I breakdown my thoughts on the The Economist article in this week's Human Capitalist Newsletter. 

But if you're looking for the bottom line only: HR is not going away. Maybe it is, finally, being asked to grow up? Asking for a friend.

I enjoy knowing my network gets me. When an Economist article declared that HR has taken over corporate life and that AI might now come for its headco

Open article: Don’t Carve Up HR Just Yet by Trent Cotton • 7 min read

Nobody talks about the 30 years between your first public speech and the one where you actually know what you're doing.


I gave my first talk in high school. 2000 people. I remember thinking: "how will I get through this without my stutter showing up?"

But something stuck. I realized I loved the combination of teaching and entertaining. That part hasn't changed since then and honestly, that's the only thing that shouldn't.
The rest? Everything else evolved.

For years I thought success on stage was about charisma or having all the answers. Being buttoned up and the ideal form of a professional. Turns out it's about something much simpler: showing up with something worth THEIR time.

That's when I saw another creator use an acronym WAIT: Why Am I Talking?  I like easy things that help me remember to stay on track. Now, I wait and ask myself that question often. 

If I can't give someone in that room at least three things they can do the next day, I don't take the gig. Full stop.

It sounds harsh, but it saved me from wasting people's time and wasting my own.

The journey taught me feedback is everything. Critics who showed up and told me I was talking too fast, or too scattered, or missing the mark and they were right. I got better because they didn't hold back.

There were also a fair share of trolls who had no other intent but to ridicule. I learned to listen to them too, but keep their feedback in check. This is a skill nobody warns you about: knowing when to ignore the noise.

Finding your voice means testing it first. I didn't stumble onto data-driven storytelling with a sarcastic edge by accident. I tested it. Refined it. Lived it until it became as comfortable as my own skin.

But the real learning? Your audience will teach you everything you need to know if you actually listen.

The questions they ask, the engagement they bring, the moments they lean in — that's your real feedback loop. Better than any consultant. As an example, I love when I see them take a picture of a slide or write something down. I'll pause and go deeper on the topic knowing I have their interest. 

So if you're thinking about taking your expertise to the stage, here is my advice: 
-understand this is a walk, not a sprint.
-you'll have people who don't get it. Who won't support it. Who'll tell you it's not worth the effort. They're probably not your people anyway.
-but the ones who show up, who engage, who want what you're teaching...they'll change how you see the work.
-test to see what works and what feels natural. 

Right now, I'm debating something. I'm toying with the idea of a masterclass on thought leadership and getting on stage. It's not 40% baked yet so let me follow my own advice above and testing the idea. 

Comment "Interested" if you would be interested in something like this. Depending on the response, I may give it a go.

hatchfutures

li_at

JSESSIONID

Talks about #recruiting, #sprintrecruiting, #talentacquisiton, #recruitingstrategy, and #highperformancerecruiting

Many content strategist say don't show the mess ups in your video. I chose not to listen and just be me. Stutter and all. 

Don't believe me, watch the clip! 

What's in the clip? I often get asked about the new role of HR in the era of AI. I think my answer surprises people. 

When done properly, HR becomes the board’s AI translator.

Just as audit committees ensure directors understand the numbers, HR ensures directors understand how AI will shape people, culture, and trust.

Here's a clip from my most recent episode on the topic of AI in the Boardroom and HR's critical role. 

Link to the episode is in the comments.

Here's a quick PSA: I am no longer in or managing recruiting! 


This is the fifth or sixth message I have gotten about someone impersonating me as a recruiter. Couple of things: 
1. I am no longer in recruiting. 
2. There can be only one of me. 

If you get a message from me about a job, please report the individual.

A strong economic indicator many of us watch is holiday hiring and spending. For 2025, it's telling quite the story. 


Big companies such as Macy's and UPS that usually add help for the holiday rush are retrenching in the face of economic headwinds, The New York Times reports. I found this interesting but not surprising. 

Searches for holiday jobs are skyrocketing, rising 10x faster than the number of openings. Retail hiring is projected to shrink by up to 175,000 roles this season. Companies like Target are boosting hours for existing staff, but that’s cold comfort for the 9 million Americans juggling multiple jobs and hoping for extra seasonal income. This is in the midst of Verizon's layoff announcement today. 

If you are hiring for seasonal frontline workers, iCIMS released its annual State of Frontline Hiring Report that has a ton of great data around what's really going on in the space. We get into the data and share some key insights you might need in developing your hiring strategy. 

It's free so check it out here: https://lnkd.in/e9PHh4qx

#Hiring 
#Recruitment 
#SeasonalWorkers

Every week I break down the most important research, shifts, and “oh-this-is-about-to-get-real” moments in AI and HR. This week’s edition might be the most important one yet.

Here’s what you’ll miss if you’re not subscribed:
⚠️ 66% of enterprises are cutting entry-level roles
A new IDC/Deel study shows junior roles are disappearing, leaving no place for early-career workers to learn. Degrees are basically irrelevant now (only 5% still require one).

😬 SHL just uncovered a serious AI trust gap
 74% of workers change their opinion of a company if interviewed by an AI agent.
 Only 27% trust their employer to use AI responsibly.

🌍 PwC’s 50,000-worker survey shows the “AI optimism vs. reality” gap
 People feel positive about AI, but daily adoption is still low.

🧪 The World Quality Report says scaling AI is stalling
 Skill gaps (50%), integration challenges, and data-risk concerns are slowing real adoption.
 
🤖 Microsoft drops Agent 365
 A platform designed to manage hybrid “human + agent” teams.
 
If you’re in HR, TA, recruiting, L&D, or the C-suite, you can’t afford to guess your way through this shift. I break the noise down every week so you walk into Monday ahead of everyone else.

👉 Subscribe to the weekly AI in HR newsletter
 No fluff… just the data, the trends, and what it actually means for your workforce.

(Links inside the newsletter to every source)

Every week I break down the most important research, shifts, and “oh-this-is-about-to-get-real” moments in AI and HR. This week’s edition might be the

Open article: Week Ending November 21, 2025 by Trent Cotton • 3 min read

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Dianne Duckett

Trent Cotton

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The Battle

Dianne Duckett

Trent Cotton

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Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Trent Cotton's LinkedIn Performance

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